Job assessments: Knowing your limits and when to say no

Have you ever found yourself faced with a lengthy and complex practical test as part of a job application process? These job assessments can often leave you questioning their necessity and wondering why such demands are placed on candidates for a position that hasn’t even been secured yet.

The concept of job assessments can be puzzling for candidates. On the flip side, employers are grappling with the difficulty of finding qualified candidates, with 72% of them acknowledging the struggle to identify skilled individuals. So, it’s no surprise that 82% of companies resort to employing some form of pre-employment test to assess candidates.

To help you prepare to complete a job assessment at some point in your job search, New York-based career coach Tazeen Raza is here to share her expert insights. What makes a test request reasonable? When does it become excessive? How can you address or refuse tasks that seem too much? Let’s find out.

Behind the popularity of job assessments

Job assessments, or recruitment tests, serve as a systematic and objective approach to evaluating candidates during the hiring process. “Their purpose is to verify that candidates possess the necessary skills to perform the specific job they are being hired for,” says Tazeen Raza.

The results of these tests contribute to an informed decision for employers, helping select the candidates who align best with the requirements of the role. And according to Toggle, for this, job assessments are also counted as one of the most time-effective ways to speed up the recruitment process.

“For example, in roles that rely heavily on Excel proficiency beyond a basic level, some companies opt to administer tests to guarantee that candidates are adequately equipped for the job, minimizing the risk of performance issues on the first day,” Raza explains. “This proactive approach not only safeguards against potential early terminations, but also ensures that the selected candidate is well-prepared to contribute effectively from the outset.”

But the benefit doesn’t only lie on the employer’s side. From the candidate’s perspective, job assessments give a valuable glimpse into the daily type of tasks and forms of workload in a given role and organization. This in turn will help candidates assess whether the nitty gritty details of the role meet their expectations and desires.

What to expect from your job assessment

Raza explains that recruiters and employers should communicate the possibility of testing during the hiring process from the beginning, as well as a detailed description of what is expected from the desired person performing a given role. “This transparency in the recruitment process ensures candidates are well-informed about the potential testing components relevant to the position they are pursuing,” she says. “That way, applicants have an understanding of the nature of the position they are applying for and what practical assessment might be expected of them. For instance, a financial role often involves tests related to retail math or Excel proficiency.”

What types of tests are out there?

The most common are:

• Role-based tests: These assess whether candidates are well suited to the position they are applying for, which tests their competencies, performance traits, and proficiency.
• Situational judgment tests: These are designed to assess candidates’ thinking processes and approach to selecting the most efficient and appropriate response to a hypothetical situation they could encounter, such as a workplace scenario.
• Language proficiency tests: These tests are used to evaluate a candidate’s communication skills, including grammar, listening, pronunciation, and fluency, and are most common across large organizations with employees of various nationalities.
• Personality tests: These tests assess how a candidate’s personality traits might fit within the organization and its teams, as well as how the candidate might influence their potential future colleagues.
• Remote work assessments: These are aimed at helping employers understand how candidates participate in remote working, highlighting their stronger and weaker points when working remotely.

Depending on the industry and role, different organizations might conduct other, more specific tests, such as behavioral assessments, cognitive ability tests, coding tests, numerical tests, verbal reasoning, or logical reasoning.

Watch out for these red flags

Recruitment tests and job assessments offer significant benefits to employers and can be equally advantageous for candidates, but only when implemented appropriately and reasonably. That’s why it’s crucial you stay vigilant to prevent falling victim to exploitation through excessive or inappropriate assessments.

What’s the first thing you should watch out for when discussing the assessment? “If a company consistently invites you for tasks framed as tests’,” says Raza. “While it’s normal for companies to assign projects to assess your skills, the key concern arises when the frequency becomes excessive.” Why is this important? “Projects as part of the evaluation process are standard, but an unusually high frequency may signal potential issues with the company’s hiring practices. It’s crucial to strike a balance between evaluating candidates and respecting their time and efforts during the recruitment process.”

The second red flag surfaces when job assessments stretch beyond reasonable lengths and complexities, making completion within the given time frame nearly impossible. While some employers argue that these extensive tests aim to gauge problem-solving skills and time management—and that it allows them to observe a candidate’s ability to prioritize and think under pressure—there exists a threshold where practicality fades. When a test reaches an impractical extent, e.g. formulating an intricate yearly marketing plan for a company, analyzing the performance of a social media campaign, and drafting a concept note for an event, all in two hours for a marketing role, candidates may struggle to showcase their genuine abilities and insights under such constraints. This can often result in an evaluation that fails to represent their potential contributions in a real-world work setting accurately.

The third red flag occurs when a test is mismatched to a candidate’s experience level. “Sometimes candidates with extensive experience may face practical tests that are too entry-level or disproportionate to their seniority.”

Of course, some strategies can help you deal with each of these situations. We’ll cover them in the section below.

Don’t be afraid to negotiate

What can you do when faced with an impractical or excessive test request? You should definitely—and always—address your concerns and seek clarification from the recruiter or hiring manager. “If you want to express reservations about the complexity or duration of the test, do it politely and highlight any time constraints you may have—for example due to existing work commitments—that will hamper your ability to do the test,” Raza explains.

If you don’t want to jeopardize your candidacy and remain professional, you can propose an alternative assessment method, more suited to what you can actually commit to. “For example, you could showcase relevant work from your portfolio or suggest a focused discussion to demonstrate your capabilities in the area. Above all, you should express genuine interest in the position and willingness to collaborate in the evaluation process—and you should do that by emphasizing your commitment to a fair and efficient assessment.”

If you believe the test you were presented with is below your expertise and seniority, apart from voicing your concerns clearly to the employer, Raza recommends leaning on examples of your previous work. This gives you a solid alternative to agreeing to produce more new work as a part of the recruitment assessment. “Highlight specific instances in your career that demonstrate relevant skills, suggesting that your proficiency has been established through years of practical application. You can also present your portfolio of past projects, then further discuss complex scenarios where you have shown your expertise, and that align with the role,” she explains. “By framing your response in a collaborative and solution-oriented manner, you can effectively communicate your expertise while showing flexibility and openness to the evaluation process.”

Getting the most of job assessments

The post-assessment phase is equally crucial as the assessment itself in enhancing your chances of securing the job you’ve applied for. Raza explains what you can do to leverage your job assessment as much as possible—from start to finish.

Solidify your candidacy

“Following the practical test, promptly send a thank you email expressing gratitude for the opportunity and reiterating enthusiasm for the position,” Raza advises. She shares that your note should focus on key achievements you were able to showcase during the test that emphasizes specific skills, solutions, and capabilities you possess. “You can also reaffirm interest in the position and the company while explaining how the practical test further fuelled your enthusiasm and strengthened your belief in being a strong fit.”

Ask for feedback

In order to further express your genuine interest in the role post-test, Raza recommends asking the recruiter or hiring manager for feedback on how you did. “Express your interest in constructive criticism and your desire to view the feedback as a valuable learning opportunity, demonstrating a commitment to personal growth and improvement,” she explains.

Furthermore, Raza also advises candidates to highlight the benefits of receiving such feedback. For example, explain how it would help you address any shortcomings you have in the role you’re applying to, but also help you prepare for other roles with similar recruitment, should you not land this job. “This approach not only showcases a proactive attitude but also positions feedback as a tool for continuous development and professional advancement,” she says.

Enhance your performance

If you feel like you missed something or want to add additional context to your test once it’s been submitted, don’t shy away from communicating with the recruiter. “Actions such as offering additional examples or context to complement test performance, expressing readiness for further discussion, and demonstrating adaptability in overcoming challenges can further bolster the positive impact of the practical test on their candidacy,” says Raza.

Be patient

It can be frustrating waiting to hear back from a recruiter, but patience is key on the job hunt. Trust that the recruiter will get back to you in due time—after all, you’ve gotten this far so they’re unlikely to ghost you now! “Sending a polite follow-up email if needed can help maintain engagement with the hiring team,” Raza offers as a final word of advice.

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